National Safety Month – Week 2

June 12th, 2019   •   Employment Agency, National Safety Week, Safety, Uncategorized   •   no comments   


Always wear Personal Protective Equipment (PPE) at work or when doing tasks at home such as mowing the lawn or using a weed eater.

Examples of PPE are:

  • safety glasses,
  • hearing protection,
  • hard hat,
  • steel toe boots,
  • respiratory protections
  • gloves.

If you have questions regarding the proper PPE, please contact your Flexicrew Representative.

Ask the Flexpert…How can Organizations Improve Worker Safety?

June 5th, 2019   •   Safety   •   no comments   

June is National Safety Month.

According to the National Safety Council, injuries are the leading cause of death among working adults. Help your employees work safer, and create safer working environments.

Ask the Flexpert

7 Primary Workplace Hazards

There are seven primary hazards that the National Safety Council has recognized in the workplace. Here are Flexicrew’s tips to avoid accidents from them:

1. Working at Heights – Inspect all Ladder prior to use, maintain 3-point contact, and extension ladders must extend 3 feet above surface and be secured at the top.

2. Poor Housekeeping—If you see trash on the floor, clean it up.  If there is water on the floor, obtain a wet floor sign, notify your supervisor, and clean the water up off the floor.

3. Electrical – Extension Cords – Extension cords should only be used temporarily.  Only qualified electricians should work on electrical equipment.

4. Forklifts – Only authorized employees should operate a forklift.  Always wear the seat belt when operating the forklift.  Always follow safe procedures for picking up, putting down or stacking loads.  Do not take shortcuts when using a forklift.

5. Lockout/Tagout – Never use a machine that has a lockout/tagout on the equipment.  Contact your supervisor if you are asked to use any equipment that has a Lockout/Tagout place on it.

6. Hazardous Chemicals – Know what chemicals are in the workplace and where to locate the safety data sheets. 

7. Confined Spaces – Never enter a confined space without proper training, and permit signed by a competent person that space is safe for entry.

Flexicrew encourages your employees to learn more about safety not only on the job, but also while in their home.  Flexicrew encourages everyone to get involved in reducing injuries because the life you save may be your own.

Further Worker Safety Advice

If you would like more information on how to improve safety in your work environment or learn some of the many steps Flexicrew takes to insure our own family of workers, contact us today.

5 Insights Job Seekers Learn from Anthony Bourdain

June 4th, 2019   •   interview   •   no comments   

Anthony Bourdain, born in June 1956, was one of the world’s most celebrated celebrity chefs, travel documentarian and book author. He had a passion for exploring the world and making the most out of his life. His strong personality would make you believe that growing up, he had it all served on a silver platter.  But there is a lot more to his life than most people know. And his life remains an inspiration to many diverse groups of people, most importantly, job seekers.

Below we offer 5 insights job seekers learn by studying the life of Anthony Bourdain:

Anthony Bourdain

Stray from the Beaten Path

One thing that has a negative bearing on the job hunting pursuits of most job seekers is lack of deviating from the norm.  And the root cause of this is the inclination of the human mind to follow the success of other people.  This occurs with job seekers to such an extent that they forget they also have their own path to pursue.

For Job Seekers, Uniqueness is Key

One common and yet ludicrous line of thought is that job seekers have to wait for someone to employ them or wait for the perfect opportunity. Life has no guarantees! What if the perfect opportunity never comes?  And what if they never get called for an interview? Life requires one to move out of the ordinary, shun mediocrity and aim for a higher goal. If a person is called for an interview, they should move away from common responses and find a unique way of catching the interviewer’s attention. 

Keep on Truckin’ 

Growing up, Anthony’s life was at some point an awful life of drug addiction and many other bad choices. However, as he grew older, he refused to be defined by his past mistakes. Anthony moved from one restaurant to another trying to pursue his ambition of becoming a chef, but in most cases, he got turned down. That, however, did not stop him from trying to bring his dream to life.

As a job seeker, being turned down does not mean you are not good enough. It simply means you are being given a chance to move on to the next level, a chance to improve yourself and equip yourself for a better tomorrow.

In one of his writings, he is quoted:

If I am an advocate for anything, it is to move. As far as you can, as much as you can. Across the ocean, or simply across the river. Walk in someone else’s shoes or at least eat their food. It’s a plus for everybody.”

This refers to traveling, but is equally applying to jobseekers in interviews and in continuous learning.

Poke Your Nose Where it Doesn’t Belong

Curiosity has a unique way of making one stand out in the crowd. Inquisitive people are most likely to grow their careers faster than those who sit and wait for things to happen. As a job seeker, go out more often; mingle with people, volunteer just to establish your circle of like-minded people who will be willing to work with you in future.

Anthony was well traveled and knowledgeable. His curiosity saw him travel the world, making documentaries and creating a web of followers, fans and business associates who helped grow his career. He mingled with people and always sought to understand other people’s cultures.

Being inquisitive is probably the best thing any job seeker can do for themselves. Always be eager to learn, be open-minded and ask questions where you do not understand.  


What would you do if you walked into an office for an interview and you discover that one of the interviewers in the panel is the guy whom you told off at the reception? The worst thing you could do as a job seeker is to criticize a person because they are different from you or hold different opinions or attitudes. Always respect other people!

Be Authentic

Often, job seekers feel obliged to put on a show to please others especially those who are potential employers. Employers are not hard to please. They just want to see the real you, the one they would be interacting with on a daily basis. Putting on a show not only defeats the purpose of the interview, but it is bound to betray you one way or the other during the interview. Like Anthony Bourdain, be yourself and always strive to be a better version of yourself. Authenticity is character and like Anthony Bourdain said in one of his writings, “Skills can be taught. The character you either have, or you don’t have.”   

Final Thoughts for Job Seekers

In your search, reach for the stars.  Remain curious and respectful.  Adapt to each interview environment.  And take pleasure from every meeting whether it yields an offer or not.  If you could use support and advice in your job pursuit, call Flexicrew today!






5. Interview Skills: How to prepare, answer tough (Rebecca Corfield)

6. Great Resume, Application and Interview Skills (Ann Byers)

7. Guerilla Marketing for Job Hunters (Jay Conrad Levinson, David E Perry)

Five Characteristics of Successful Job Searchers – Part 1

May 24th, 2019   •   Job Search, Search, Uncategorized   •   no comments   

If you want to win a solid job you have to study the traits of successful job seekers. Becoming a successful job seeker is not hard when you follow the right guidance.  We are going to let you know about five traits of successful job seekers so you just can get the results you want. 

 From research to endearing yourself to a wide array of potential peers, we have you covered. Finding your dream job might be easier than you think, but along with guidance you just have to put in the effort to get results. 

Successful job search

Traits Of Successful Job Seekers 

1. Continually Network

There are two sides to networking: Looking for a job and in the job itself. 

The best source of potential jobs comes from networking.  The way to successful networking is to throw the net out broadly to people who might be able to help the job search.  Do this through letters, emails, phone calls and some in-person meetings.  Talk to anyone who appears close to being relevant – sometimes if only to learn and figure out how to ask better questions.  Substantial outreach is the top means to uncover opportunities.

The second part to networking is using the skill developed in job search on the actual job.

Most positions don’t work alone and most jobs will require that the applicant is great at networking. Hiring managers need to be looking for a person who is great at networking as such persons will not only make good team players but will also not be afraid to ask for help. While it might seem that the best workers are highly intelligent persons that can handle every situation and problem thrown at them, this is not the case. The best performers typically know how to utilize their networks to get help when they need it. Developing networks does not only refer to having contacts outside the company but also inside it. In most industries, having such contacts is a plus as they can get you information on the happenings in the industry. People talk and information from another company whether aggressive competitor or friendly foe can come in handy. As such, what you should be listening for is confirmation that the job seeker has acquaintances, colleagues, and friends in the industry.  

2. Research 

Researching the target companies is also paramount for any job seeker to succeed in the marketplace. This is the time to know what the employers want. Go to page to truly understand what potential employers need.   You will discover a lot of questions that these companies tend to ask a potential employee. This will just allow you to get the advantage you need right away. 

3. Obvious Fit 

Making yourself an obvious fit for the job is paramount if you just want to succeed. You have to understand that an application tracking system might also be used before a human takes a look at your resume.  You just have to make sure that you are what your potential employer needs. It means that you just have to write in such a way that your potential employer finds it easy to discover what you just can do for the company. 

4. Opportunistic

The best employees are decisive and take opportunities when they are presented despite the risks. In the modern competitive arena, companies should be looking to hire persons that can take every little opportunity presented to gain the organization a competitive advantage. The best job searchers need to demonstrate to the interviewer that they can and have taken tough decisions when they believed that the payoff was greater than the downside. Nonetheless, it can be a delicate balance determining the line between a candidate that is opportunistic and one that is reckless. In this regard, you need to be straight up in asking the job seeker to provide every detail of the situation that they are providing as an example. They need to show the circumstances under which they were presented with an opportunity, analyzed the options and quickly made a decision that resulted in positive outcomes. As the hiring manager, you need to know how they dealt with any pitfalls when implementing their decisions. A successful outcome after taking that decision is what you need to be looking at in determining whether the candidate meets the mark.  

5. Seek Answers to Things and Study Why Things Work

Successful job searchers tend to be ones that are curious about issues and are flexible and adaptable in finding solutions to challenges at work. Interviewers should be looking for a job seeker who can display that they have creativity, innovation, and reasoning that they have used to find solutions. A great candidate is not one that has complaints about terrible work conditions but one that resolves problems, complaints and comes up with workable solutions. Hiring managers should be interviewing for a person that will bring improvement and innovation to the company by taking whatever they are offered and making it better. While the employees are expected to work within certain strictures, the company needs a person that goes out of their way to efficiently complete tasks in creative ways. That improves productivity.  

Successful job searching is more than just writing the perfect cover letter or CV ad there are many other things that the interviewer should be looking for. While certain jobs place a premium on particular training, there are several other important qualities that interviewers should be looking for.   

Flexicrew Staffing has the expert knowledge and resources to help you find the position you won’t find on your own. Let us assist you in uncovering those hidden positions that exactly match your talents and experience.  Call today.

Ask the Flexpert…What Mistakes do Organizations make when Changing the Workplace?

May 15th, 2019   •   Leadership   •   no comments   

How can organizations better manage changing the workplace?

Businesses frequently are changing the workplace to improve performance. Yet, for being so customary in business, it might be surprising that research persistently shows up just how badly changing the workplace is managed within many firms.

Common Mistakes

Ask the Flexpert

Common mistakes when changing the workplace include:

  • No structured methodology to managing change
  • Poor leadership of change processes, resulting in misunderstanding and disorder
  • Failing to handle the human side of changing the workplace – resulting in lack of buy-in by those most impacted by the change.

It is important to distinguish between small and large changes at work. Small changes happen every day, but still they should no be implemented in an ad hoc fashion. That said, not every small change should be ‘over-managed’ to the extent that it appears to be a bigger deal than it really is. When dealing with workplace changes, some effective principles are:

Principles for Effectively Changing the Workplace

  • In general, workers will more easily adapt to changes when they are included in the decision-making process , or at least understand the rationale for change. Therefore communication is at the heart of change.
  • As part of that communication process, even for small changes, people need to know what the change is, why and when it is happening, its impact on them, the benefits expected to result, how the change will be implemented and the support they will receive.
  • Change needs to occur in a structured way even for small changes. Instituting something new should be planned, discussed,
    announced, implemented and reviewed. This approach can be managed for small changes simply in a daily touch-base meeting.
  • It is always important to recognize that even the slightest of changes provides an opportunity for demotivated or toxic employees to spread discontent, so it is important that the manager closest to the change takes charge and is seen to lead it from start to finish.

Need Help Changing the Workplace?

Flexicrew can help provide the clarity and focus required to boost employee productivity and get the most out of your workforce change efforts. Contact us today!


Bad Hires Hurt both Employers and Recruiters

May 8th, 2019   •   Common mistakes   •   no comments   

Bad hires hurt both employers and recruiters in apparent and more subtle respects. What recruiters can do to appeal to ‘good hires’ is explored in this post.

When recruiting new employees, employers are often too hurried.  They immediately put too much weight into filling an open position.  They’re not going through the determination process as to whether the position has changed. This can result in errors and bad hires.

Big mistakes

Bad hires hurt employers and recruiters

Increased costs for the hired individual, employers and recruiters are produced by bad hires in seen and unseen ways.

A successful candidate for an interview has managed to pass through the screening process. But that does not necessarily indicate that they will be effectively fulfilling their responsibilities. With less than one-third of hires considered ideal, and one out of four considered a bad hire, employers have great scope to make a costly mistake.


So how does a recruiter ensure that a candidate is the right candidate? Remember, all of these on the line: your customer relationship, your reputation and maybe most important -future business.

This article will cover:

  • The impact of bad hires
  • Attracting relevant talent
  • Applying staffing expertise
  • Positioning the position

Impact of Bad Hires

For a recruiter, it costs money, time, and effort to place a poor recruit. you will only be paid once a candidate has completed the provisional phase If you work on contingency. If you submit under-qualified finalists they won’t succeed.  The recruiter must then restart the search.  You may also be fired from the assignment, however, and receive no payment whatsoever.

Below, let’s look at the cost of bad hires: this is the cost of replacing bad hires in different categories as GA Partners, a group of HR experts, has studied:

Turnover Cost as Percent of Yearly Salary

Position TypeAverage Replacement Cost
Entry-level/non-skilled         30-50% of employee’s annual salary
Service/production40-70% of employee’s annual salary
Clerical/administrative50-80% of employee’s annual salary
Skilled hourly75-100% of employee’s annual salary
Professional75-125% of employee’s annual salary
Technical100-150% of employee’s annual salary
Supervisor100-150% of employee’s annual salary

*Cost is shown as a percentage of employee’s annual salary

Likewise, the time, energy and effort required to embark on new hires takes on for employers. So, hires have to be a decent match. Bad hires have a negative impact on the current group’s mind-set and outlook.

 If bad hires do not significantly put in effort and add value, the team will tend to be less productive. It Superior performers must shoulder too much responsibility in this situation.

Superior Candidates

It is important to take into account the employer’s reputation to be a magnet for suitable, high-performing candidates. A poor quality image will attract applicants of poor quality. Superior talent will not even consider such an opportunity, even if a job description is enticing, because the employer’s reputation offers them little value in career development.

So candidly review what the company represents in addition to the job description. The important career development and advancement elements. talented applicants want these questions answered even apply so make them part of the position description..

Develop a profile of the ideal candidate.  Then describe the company’s goals business strategy and culture.  Explain the how the two correspond and match.  That becomes the ideal job spec.

A quality candidate is attracted to targeted positioning–make sure that for the right reasons your employers stand out. This is a great opportunity for you to promote your reputation within the niche of your client as an expert recruiter by providing relevant and actionable advice.

Apply Staffing Expertise

A savvy recruit will recognize if a job description promises real potential. So a recruiter must confer with his client and help assemble a unique job specification. The post must attract talented candidates, and to do so the description must be competitive, and must reflect the company’s unique culture

If it does meet these prerequisites, then the applications that you are receiving will not be from the best candidates. You get what you put out there and talented applicants know what they want from a job, and they also know what a business is supposed to offer.

To attract the best possible applicants, a forward thinking business will offer more than the minimum. But in what it actually looks like to work for them, they will also be honest, accurate, and transparent. Once again, excellent recruiters offer valuable insights to attract the most relevant and outstanding applicants from their employers.

So, defining the job as uniquely as feasible is vital to attract talent. As an experienced recruiter, you have a good idea of what the market is like and what candidates in your sector are looking for. Make sure you are confident that you can fill the job, and don’t take it on if you can’t. You need to find a candidate who will see the period of probation and add value to your client.

Positioning the Position

By evaluating what a client offers in terms of job specifics, a good recruiter will select the best information to market it to the right people alongside the culture of their business. This makes it easier for candidates to place the vacancy. It will also make all marketing much more attractive to talented people because it is relevant and competitive.

It’s important to get the whole marketing right around a job. For if you don’t, you’re going to pull in the wrong people. Obviously this is expensive for your employers, but it also has a negative impact on you. If you put forward a bad candidate, your reputation will suffer, and you will probably have to do a lot of work again to rectify your unsuccessful recommendation.

Of course, spotting a bad hire isn’t always easy, and the problem is usually cultural rather than skill-based. But if you find that a particular client, or sector, is routinely pulling in bad applicants, then something is going wrong when it comes to advertising the vacancy.

Work to present the job in the best light possible and draw in the best candidates. It’s all about marketing–so get to the bottom of what your employers want, make sure their hiring niche is competitive, and figure out the best way to pack it up. In doing so, you will make finding the best fit for the role far easier for employers.

Avoid Bad Hires

Flexicrew Staffing has the expert knowledge and resources to help you find candidates you won’t find on your own. Let us assist you in finding the right person for your open position.  Call today.